PE Systems (WA) Reviews | Glassdoor

PE Systems (WA) Reviews

2 reviews



Recommend to a friend
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Joseph Bizzarro
2 Ratings

2 Employee Reviews

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  1. Helpful (3)

    "A Sad Joke."

    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Anonymous Employee in Spokane, WA
    Former Employee - Anonymous Employee in Spokane, WA
    Negative Outlook
    Disapproves of CEO

    I worked at PE Systems (WA) part-time (More than 3 years)


    The founders rocked.

    Good product.


    Ridiculously biased new management and a very high turnover rate.

    Advice to Management

    Accept that the truth prevails and cease the futile attempts to silence detractors. This company has rifled through employees in Spokane faster than prunes and bran muffins cycle through an old goose. (240-300 employees in 10 years. In a company that has a population of less than 45 at it's peak capacity. Do the math ...)

  2. Helpful (1)

    "It is the oddest career choice I've made."

    • Work/Life Balance
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Salesman in Spokane, WA
    Current Employee - Salesman in Spokane, WA
    Doesn't Recommend
    Disapproves of CEO


    It has given me a chance to improve my tenacity in a mutable corporate environment. The hours tend to be flexible Free donuts and pizza. No dress code. Private cubicles. Nice buiding. Pool table. Nice Ops Staff downstairs. Great original product theory. Solid original contract offering. The founders are geniuses. And fantastic, dynamic men. Sorely missed.


    Extremely high turnover.

    PES fires instead of coaching properly.

    Four two-hour sales meetings every week.

    Biased treatment.

    Keep ex-employees listed in database.

    Keep ex-employees voicemails active.

    No private/password protected client lists for sales staff. This allows dishonest sales people to steal prospects from other sales people..

    Extremely long sales process.

    Confusing, ever-changing contract terms for clients.

    Unclear and always shifting rules for sales staff.

    Advice to Management

    Completely retool HR constructs.
    Train for retention.
    Drug Test.
    Issue WRITTEN performance reviews and plans for improvement.
    Allow employees access to their employee files.
    Have uniform procedures in place.
    Discourage drama and gossip.
    Design a lead base with passwords for each salesman.
    Qualify all leads.
    Allow employees more ownership over their leads.
    Give employees more leads.
    Hire trustworthy employees. And then TRUST them.
    Instill fairness.
    End preferential behavior by management.
    Maintain zero iolerance for theft, alcohol and drugs in the workplace,
    Management needs to invoke honesty and ethics in all actions.
    Stop feeding the bears. We are not THAT hungry.
    Encourage open dialogue.
    Build teamwork.
    Build staff morale.
    Stand firm on contract issues for clients.
    Hire a paralegal. The Sales Manager should not be deciding legal claims.
    Stop basing fact on hearsay.
    Install a timeclock to improve productivity..
    Bring the founders back.

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